Now There Is A New Way To Tie The Knot. It is our position that limited
liability companies, "LLCs", may prove to be the new marriage model.
Marriage is presently available only to one man and one woman. LLCs are
available to everyone, couples (of any sexual mix) who wish to pursue
life together, a single parent family and groups of friends. Marriage is
based on family law, limited liability companies are based on
partnership law and the legal arrangement its "members" agree to.

Relationship LLC (tm)
(RLLC™) is a mark we created to refer to limited liability companies
created by people who generally are not married but who want a legally
recognized relationship between them. A relationship which would be a
legal entity that could buy property, provide health insurance to its
members, obtain credit cards, serve as the couple's consulting company
(Put Your Relationship LLC To Work), lease a car, file a tax return as a
partnership and in general, engage in any legitimate business. Delaware
Law also permits one person to create a LLC, i.e., single member LLCs.
It is logical to expect that a group or a family would form a Posse LLC
(tm) to further the collective welfare and interests of the group. Posse
LLC is the mark we created to refer to social and professional
associations formalized under LLC law.

Employers have many labor options available to them. Employers may hire
employees directly as "permanent" at-will employees, employee-leasing,
use temporary and contract labor and outsource functions entirely. We
believe that outsourcing work to an in-house independent employee-owned
labor pool or Support LLC (tm) is the best possible labor solution. In
addition, by way of an equity stake in the Support LLC, your company can
have a shared investment in the success of this independent labor pool
and achieve additional cost savings.

So called "permanent" employment is legally classified as
Employment-At-Will. Legally this means that the employment contract can
be terminated at any time by either party for any reason (more or less).
In other words "permanent" employment is minute to minute (or second to
second) and there is no contractual guarantee or implication of a long
term relationship by either the employer or the employee.

The Republican Party has made it its mission in life to preserve
employment-at-will and to protect the employer's right to fire
employees-at-will at any time for any reason; the federal government
only requires that if an employer is going to fire a lot of
employees-at-will, that it give legal notice in advance. As far as we
know, every Court in the country has refused to allow statements in
employment handbooks and/or oral promises by the employer to be used to
transform employment-at-will into employment for a specified duration
(i.e to transform the employment relationship from being at-will into
the employment being a property interest).

You are not an employee at will if you have a contract to work for a
specified duration or you are a government worker. In these types of
employment, your job is considered a property interest. What this means
is that your job is property (something you own) and therefore your job
cannot be taken away unless your employer first accords you due process
of law.

Temps are employees-at-will just like "permanent" employees, both types
of employment are minute to minute and there is no implied guarantee of
long-term employment. Permanent employees are merely suffering from a
grand delusion, whereas Temps know that they may not have a job
tomorrow. Health benefits, retirement, etc. are merely part of the
compensation (and should be taxed as such). I doubt that anyone would
say that a permanent secretary making $12.00 per hour with benefits is
better off than a temp making $50.00 per hour with no benefits. The fact
is that Temps and Consultants are subsidizing "permanent" employees
because "permanent" employees get compensated in the form of employment
benefits which aren't taxed.

An employer on Long Island once promised to pay new hires $5,000 a
year as a signing bonus. The $5,000 was to be reduced by a certain
percentage a year until it became zero. It was argued in court by a
discharged employee that it would have taken more than 200+ years for
that $5,000 to become zero and that therefore the employment
relationship was not "at-will", i.e. that the employment was for a
specified duration and a "property interest". A federal judge refused to
allow this argument and held that even with the promise of compensation
for 200+ years, the employment was still at-will. This is typical of
courts in the US, employment-at-will is a US institution, it is sealed
in stone and the US is the only major industrialized county in which the
majority of workers are employees at will.

Employment for the majority of workers in the US is government by their
state's Master Servant Clause. The Master Servant Clause holds that
employment, unless contractually stipulated to otherwise by the parties
in a written contract, is At-Will and that the employment contract may
be terminated at any time for any reason by either party.

As a result, the unemployment rate in the United States could
technically be nearly 100% in 90 days because there is no legal barrier
to employers firing all at-will employees if they choose to. Clearly, Employment-At
Will Is A Threat To The National Security Interest of The United States.